Article Per Year (5 Year)
p-Index From 2021 - 2026
0.444
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All Journal Maneggio Nomico
Prastiyo Diatmono
FEB, Universitas Trisakti
Decision Sciences, Operations Research & Management Economics, Econometrics & Finance

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Implementation of Digital Human Resource Management (E-HRM) to Improve Organizational Efficiency in the Industry 4.0 Era Prastiyo Diatmono
Maneggio Vol. 2 No. 4 (2025): AUGUST-MJ
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/3qy9km17

Abstract

Technological developments in the Industry 4.0 era have driven significant digital transformation in various sectors, including human resource management. Electronic Human Resource Management (E-HRM) is a crucial innovation that enables integrated, digital-based HR management processes. This study aims to analyze the benefits, barriers, and optimization strategies for implementing E-HRM to improve organizational efficiency. The method used was a Systematic Literature Review (SLR) of 70 selected articles from the Scopus, Web of Science, and Google Scholar databases, with the PRISMA protocol applied in the literature selection process. The results show that implementing E-HRM can have a positive impact on organizational efficiency by accelerating administrative processes, saving operational costs, increasing data accuracy, and enabling faster, data-driven decision-making. However, several obstacles such as organizational cultural resistance, low digital literacy, limited technological infrastructure, and high initial implementation costs are challenges that need to be overcome. Recommended optimization strategies include ongoing digital literacy training, top management support, and the integration of artificial intelligence-based technology. These findings confirm that E-HRM can be a major catalyst in improving organizational efficiency and competitiveness in the era of digital transformation.
Human Capital Analytics and Employee Well-being: The Role of Artificial Intelligence in Improving Organizational Performance Prastiyo Diatmono
Nomico Vol. 3 No. 6 (2026): Nomico - July
Publisher : PT. Anagata Sembagi Education

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.62872/51sqs863

Abstract

The rapid diffusion of artificial intelligence (AI) into human resource management has repositioned human capital analytics (HCA) as a strategic lever for employee well-being and organizational performance. This article synthesizes empirical and conceptual literature published between 2021 and 2026 to examine how AI-enabled HCA practices, covering predictive workforce analytics, AI-driven engagement monitoring, and intelligent decision-support systems, shape employee well-being and, in turn, organizational performance. Using a systematic literature review method following the PRISMA protocol, twenty-five peer-reviewed sources retrieved from Google Scholar-indexed databases were analyzed thematically. Findings indicate that AI-supported HCA improves workforce planning accuracy, reduces administrative workload, and enables personalized well-being interventions, although effectiveness remains contingent on transparent governance, ethical data use, and supportive leadership. The review identifies an underexplored mediating pathway in which psychological safety and perceived organizational support connect AI-driven HCA to well-being and performance outcomes, a gap inadequately addressed in models that treat AI adoption as a direct performance driver. The article proposes an integrative conceptual framework linking human capital analytics, AI capability, employee well-being, and organizational performance, offering theoretical contribution to human resource management scholarship and practical guidance for organizations deploying AI responsibly within people analytics functions.
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